Person Organization Fit, Organizational Commitment and Knowledge Sharing Attitudeâ€“An Analytical Study

Saleem, Wajid A.; Ambreen, Munazza

doi:10.22610/imbr.v3i2.923

Cited by 9 publications

(7 citation statements)

References 24 publications

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“…Moreover, according to the negative signs of β (positive for Q) in conflict measures, it can be concluded that conflict significantly had negative relationships with OC. Therefore, the research hypothesis which implied that there is a significant negative relationship Cable and Judge, 1996;Silverthorne, 2004;Karakurum, 2005;De Clercq, 2007;Saleem et al, 2011;Blom, 2013;Ahmadi et al, 2014;Çiçek, 2014). All of those studies had found the positive relationship between P-O fit and OC.…”

Section: Hierarchical Regression Analysesmentioning

confidence: 99%

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Value conflicts and organizational commitment of internal construction stakeholders

Panahi

Moezzi

Preece

et al. 2017

ECAM

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Purpose The possible effect of conflicts as the consequence of differences between personal and organizational values (OV) on organizational commitment (OC) of internal construction stakeholders was an unclear issue in the areas of organizational behaviour in the construction industry, especially in Malaysia. Therefore, the purpose of this paper is to focus on this issue in the Malaysian construction industry. Design/methodology/approach This paper targeted professional project consultants, who are identified as architects, engineers, and quantity surveyors, as the internal construction stakeholders. The personal-OV and the level of OC of the stakeholders were evaluated through a questionnaire survey. To achieve the research objective, comparative and hierarchical regression analyses were performed. Findings The results generated by the analyses indicated a high level of value conflicts in the construction organizations which significantly and negatively affected commitment of the internal stakeholders. Originality/value Value conflicts in construction organizations are the agenda of this paper while not many empirical studies have been conducted on this issue in Malaysia. This paper through investigating the potential effect of value conflicts on the stakeholders’ commitment reveals the importance of interaction between personal and OV in construction organizations which contributes to the extant literature of organizational behaviour as to the construction literature.

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Section: Hierarchical Regression Analysesmentioning

confidence: 99%

“…Further, the relationship between P-O fit and OC was examined by Saleem et al (2011) using data collected from 315 academic managers of public sector institutions of higher education. The authors found a positive and significant relationship between P-O fit and OC.…”

mentioning

confidence: 99%

Value conflicts and organizational commitment of internal construction stakeholders

Panahi

Moezzi

Preece

et al. 2017

ECAM

View full text Add to dashboard Cite

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“…Sebaliknya jika kesesuaian individu-organisasi yang dimiliki karyawan rendah maka karyawan cenderung memiliki komitmen organisasi atau keterikatan dengan organisasi yang rendah. Hasil penelitian ini sesuai dengan penelitian terdahulu yang menyatakan bahwa kesesuaian individu-organisasi berpengaruh positif pada komitmen organisasi yang dimiliki kayawan (Saleem et al, 2011;Dimaculangan dan Aguiling, 2012;Ahmadi et al, 2014;dan Khaola dan Sebotsa, 2015).…”

Section: Pengaruh Kesesuaian Individu-organisasi Terhadap Komitmen Orunclassified

Menjelaskan Black Box Person-Organization Fit Pada Munculnya Kreativitas Karyawan

Ardiansyah¹,

Wulansari²

2018

JMBK

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This study aims to determine the effect of person-organization fit on the mployee creativity, as well as testing the role of organizational commitment as a mediation variable that can bridge the relationship between person-organization fit on employee creativity. The population in this study are employees of SMEs confection in Jepara regency with a total sample of 279 peoples. The technique used in determining the number of samples is simple random sampling. The analytical methods used are instrument (validity and reliability), classical assumption test, descriptive analysis, regression analysis, and Path analysis. Analysis using SPSS (Statistical Product and Service Solution) version 21. Methods of data collection using interviews, questionnaires and literature studies. The result of the research shows that person-organization fit has positive effect on employee's creativity, person-organization fit has positive effect on organizational commitment, organizational commitment has positive effect on employee creativity, and person-organization fit have positive effect on employee creativity with organizational commitment as mediation variable. Thus, the overall hypothesis is accepted..

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“…To the best of our knowledge, no study has specifically examined the relationship between directive leadership, participative leadership, the moderating role of knowledge sharing, and outcomes of CSQ. Knowledge sharing is considered a moderator, given that knowledge sharing is an underlying mechanism that enhances employees' commitment to delivering high service (Muthusamy, 2009 ; Saleem and Ambreen, 2011 ).…”

Section: Introductionmentioning

confidence: 99%

Leadership Style and Employees' Commitment to Service Quality: An Analysis of the Mediation Pathway via Knowledge Sharing

et al. 2022

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Very little attention has been given to understanding the commitment to service quality and desirable outcomes in the hotel industry. This study investigates the impact of directive and participative leadership on the frontline commitment to service quality through the mediation of knowledge sharing. This will eventually help us to generate the employees' commitment to service quality (CSQ) desirable behavior. The survey was distributed to 37 hotels. A total of 235 frontline employees participated in the survey. The study findings show that directive leadership has a negative relationship with CSQ. On the other hand, participative leadership positively influences CSQ. Notably, knowledge sharing mediates between directive leadership, participative leadership, and commitment to service quality. There were positive linkages between commitment to service quality and desirable outcomes, job performance, and organizational citizenship behavior (OCB) and negative relation to turnover intention.

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Person Organization Fit, Organizational Commitment and Knowledge Sharing Attitudeâ€“An Analytical Study

Cited by 9 publications

References 24 publications

Value conflicts and organizational commitment of internal construction stakeholders

Value conflicts and organizational commitment of internal construction stakeholders

Menjelaskan Black Box Person-Organization Fit Pada Munculnya Kreativitas Karyawan

Leadership Style and Employees' Commitment to Service Quality: An Analysis of the Mediation Pathway via Knowledge Sharing

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